"Who works in northern B.C.?" Identifying personal characteristics and experiences shared by long-term health professionals in northern British Columbia.

Abstract

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Strengthening the rural dietetics workforce: examining early effects of the Northern Ontario Dietetic Internship Program on recruitment and retention

“…Using a definition of 'rural backgrounds' as having lived in 'non-metropolitan' areas with populations less than 100 000 during childhood or adolescence 21 , those with rural backgrounds were particularly open to practicing in less populous communities: two-thirds (n=38, 66%) were currently practicing in communities that were similar in population to their ideal. A minority liked larger (n=14) or smaller (n=17) towns.…”

Investigating the motivation and personal traits of allied health professionals working in remote and rural Australia: the Remote and Rural Allied Health Motivation and Personality (RRAHMP) study

“…A frequently mentioned positive extrinsic incentive for AH professionals to work in rural or remote areas is the perception that these positions facilitate rapid development of professional and administrative skills due to the broad experience and diverse presenting caseloads (Allan et al, 2007;Manahan et al, 2009;Williams et al, 2007). New graduates find this particularly attractive as it provides a career fast-track, a growth experience, to secure a subsequent position in an urban area (Lee & Mackenzie, 2003;Millsteed, 2001).…”

“…Rural lifestyle (Kruger & Tennant, 2005;Manahan et al, 2009), the presence of family locally (Hall et al, 2007;Sidell et al, 2006), and positive financial affordability make some rural areas more attractive than urban areas (Denham & Shaddock, 2004;Manahan et al, 2009). Conversely, it was clear that for some AH professionals the cost of living and the cost of accessing professional and social networks are higher in remote and rural areas (Bent, 1999;Devine, 2006).…”

“…While the presence of extended family enhanced connectedness to communities (Manahan et al, 2009), professionals also reported an emotional commitment to rural life (Allan et al, 2007). Rural communities can enhance or reduce the motivation of AH professionals to remain in their community by facilitating friendships and support networks (Hall et al, 2007); the isolation experienced by young professionals can be alleviated by access to peers (Lee & Mackenzie, 2003).…”

“…Unique environmental, professional and personal factors interact with motivation to impact job satisfaction, and recruitment and retention outcomes (Bandura, 1977;Funder, 2006;Harding, Whitehead, Aslani, & Chen, 2006;Humphreys, Wakerman, Pashen, et al, 2009;Manahan, Hardy, & MacLeod, 2009;McLaughlin et al, 2008;Solomon, Salvatori, & Berry, 2001). Age and experience interplay with background and overall goals.…”